How Employers Can Take A Page Out Of The Military’s Training Book

How Employers Can Take A Page Out Of The Military’s Training Book

The United States Military is, without question, the strongest and most efficient military in the world. While a lot of this can be attributed to resources and technology, its success is primarily the result of a relentless focus on training. The U.S. Military deploys extensive individual and team training to develop a soldier’s skills, resulting in maximum performance.

Training in the military can range from one simple operating procedure to a broader team-focused joint field exercise. While this initial training is very important, what makes the military so effective is its commitment to recurring training. By completing repetitive training on the same actions and in the same environment, soldiers build a mindset and a memory to be able to replicate the training quickly and effectively in any combat scenario.

Employers who adopt a similar training regimen will emerge as leaders (and winners) in today’s intense battle to acquire and retain talent.  According to LinkedIn’s Workplace Learning Report, leadership training and upskilling employees are the top two areas to focus on in learning and development. When job searching, employees are looking for chances to learn and grow in a position, not only as a perk of a job, but as an expectation for the company.

Training should not be a one-time occurrence. Most employers today conduct an initial training period for new hires but after that training, they’re on their own. With ongoing training, employers have workers relearn and reinforce skills, thereby maximizing their efficiency and performance.

Most employees crave opportunities to continue to learn and grow in their position. Employee motivations to continue learning include:

  1. Relevancy & staying up to date in their field
  2. Alignment of personal & professional interest
  3. Potential to receive promotions, other jobs, and advance their careers

While talent development is beneficial for the employee, it is also critical to success for an employer. This investment in employees can have a massive impact on your organization in the areas of productivity, operational efficiency, talent acquisition and talent retention. Here are some factors to consider when building out the curriculum:

Baseline Your Employee’s Current Skills

  • By validating the skills your employees currently have, you can more accurately develop training programs that maximize efficiency. Additionally, employees who believe their skills are not being utilized well in their current position are 10 times more likely to search for a new position, as found by LinkedIn’s Workplace Learning Report.

Understand Your Training Options

  • Several options include on-the-job training, mentor programs, online courses, certifications, and more. Build a directory of the different training courses available to employees.

Prioritize Leadership Development

  • The best way to identify your future managers and leadership is through leadership development. Focusing on leadership development allows you to build a pipeline of leaders in your company.

Build A Culture That Supports Learning & Development

  • Talent development is an ongoing, long-term journey that requires continuous improvement and motivation. To get your employees onboard, the culture needs to encourage and allow time for training.

“The war on talent” has been a well-document reality for corporate America for years. Particularly now, given the challenges with The Great Resignation and the skill availability mismatch, companies who want to win must take a stronger commitment to internal talent training and development. Taking a page out of the U.S. Military’s training playbook can be a game-changer for those who take it seriously.


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